Management Code Od Action

							PILAT TALENT MANAGEMENT
        OVERVIEW
        Roger Edwards
       Director of Consulting
      and Client Relationship
Presentation Overview

    Overview of Pilat

    Talent Management Model

    Developing a Talent Strategy

    Engaging & Retaining Talent

    Talent Solutions

    Integrated Talent Technology Examples
Who are we?
    Pilat is a leading International Human Resources Consultancy,
     Software House and Services Company, founded in 1974, Public
     since 1997.
    c.200 professional staff.

     HR, MD & OD professionals    Understand critical HR & MD
                                  requirements & best practice
     Occupational Psychologists   Understand People and their behaviour
     Statisticians                Understand data and what it really tell us
     Information Technologists    Understand the behavioural engineering
                                  power of technology
     Experienced Managers         Understand the bottom line needs
Our Mission

  To enable our clients to excel
  by optimising the HR
  processes proven to underpin
  superior organisational
  performance.


  We do this by integrating
  advanced HR Methods,
  Technology, and Data
  Management.
Pilat HR Solutions: Areas of Expertise
Why Pilat?


    Thought Leadership: Creative, Innovative professionals
     in OD, MD, HR


    Tried & Tested: Track record with blue chip clients


    Pragmatic & Flexible: Tailoring to client culture and
     practicalities
Our Clients

  Proven track record:
Talent Management
Developing a Talent Strategy

Building a Mission Critical Talent Strategy
   Designed to identify the organisation‟s mission critical talent
    practices that will ensure it can:
                 » Attract
                 » Engage
                 » Build
                 » Leverage
                 » Retain talent

   Participants also identify the key HR metrics to ensure ROI and the
    practical actions to implement the „Talent Plan‟
Intervention Overview

   Identifying business critical Talent factors
   Identify what to start/continue/stop
   Identify the measures for success & ROI
   Using the Talent Management Toolkit
   Identify manager actions for the „Talent Plan‟
        Cracking the talent code for each employee
        Building the ‘team talent plan’
        Identifying personal actions
        Making the changes
Engaging & Retaining Talent

   For all those in a leadership or management position, this
    programme is a highly interactive and engaging 1 day
    workshop aimed at:
        Building an understanding of what it takes to engage and retain
         employee talent
        Identifying why it is an imperative for managers
        Equipping leaders to take immediate action.
        Creating a personal action plan to improve business performance
         through engagement actions
 Talent Framework


                                                                                                        Talent
ATTRACT     ENGAGE                BUILD                LEVERAGE                RETAIN
                                                                                                        Results
 Talent      Talent               Talent                 Talent                 Talent


                                                                                                         Attract
 Source     Employee              Career                 Career                Length of                            Business Results
                                                                                                         Talent
 Talent      Talent             Development            Development              Service
              Plan                 Plan                   Plan                 Intentions               Engage            Growth
 Recruit
                                                                                                         Talent    Customer Satisfaction
 Talent    Engagement             Internal               Internal           Departure
            Planning              Mobility               Mobility             Risk                       Build       Competitiveness
 Select
                                  Process                Process           Assessment                    Talent
 Talent    Performance                                                                                                    Speed
           Management           Succession             Succession                Job                   Leverage
Onboard                                                                                                                 Innovation
                                 Planning               Planning               Sculpting                Talent
 Talent     Manager
           Capabilities           Talent                 Talent                Turnover                  Retain
                                  Review                 Review                Scorecard                 Talent




                                Organisation Direction

                       Values                Visions                 Mission                Business Strategy
Intervention Overview


   Understanding the engagement & retention concepts
   Identifying the cost of engagement (bottom line impact)
   Identifying personal action:
        Assessment of current performance
        Using the Fast Action Development Guide (48hours, 7 days, 30 days
         and 90 days)
        Identifying development and action
        Draft ‘team talent plan’
        Making the changes
Talent Solutions & Talent Technology


   Talent Solutions
        On line development actions for managers and employees
        Manuals and workbooks for manager development
   Talent Technology
        Integrated talent Applications
Talent Solutions
   Aligning engagement actions
       Solutions that managers can
        implement
       Solutions for teams
       Solutions that can be given to
        individuals
Pilat HR Pulse™ Technology

    A highly configurable HR decision support application
     building toolkit
    Flexible, web-based, secure, multi-lingual and scalable
     technology
    Application functionality addressing:
         Performance Management and Assessment
         Development Planning
         Talent Management and Succession Planning
         360 Degree Assessment
         Organisational Transition
         Job Evaluation and Reward
         Compensation Planning
HR PULSE is a Toolkit
     Web-based accessible from anywhere
     Intuitive and easy to use, our philosophy is no end-user training required for the
      system
     Designed to reflect the process that you want
     Provides Employee Self Service
     Workflow via e-mail, trigger messages and calendaring
     Can incorporate any competency/capability model
     Can interface to multiple existing HRIS and other systems
     Scaleable and flexible – easy to adapt to changing needs and expansion into
      other areas (e.g. Career Planning, Performance Management, Succession
      Planning, 360 Assessment, Performance Related Pay & Compensation Planning,
      Re-organisation)
     Full security model – you decide who sees what, when.
     Unlimited historical data analysis
     Extensive standard reporting plus extensive ad hoc reporting and query tool
     Data integration capabilities to allow access to all your HR data on your
      employees from one system
Hosting & Security

  Multi-level approach to security to meet client needs:

         Application level
              Hardening against Cross Platform Scripting, SQL injection, Buffer
               overflow
              Full suite of password options (Sarbanes Oxley)
              Regular third party penetration tests


         “Hardware” level
              Dedicated firewalls/servers if required
              IP Filtering to ensure incoming traffic


         Infrastructure level
              Tier 1 Hosting Partner
Performance Management Features

    Employee or Managers can initiate goal-setting and weighting of goals
    Supports process workflow and alerts
    Supports cascading goals aligned to business goals
    Rating scales are company defined
    Reporting such as Employee Profiles, Individual Development Plans,
     Performance Reviews, Rating Distribution, Compliance reporting, etc.
    Supports semi-annual, annual or variable review periods
    Stores historical performance data
    Links to employee development planning
    Support developmental activity libraries linked to competencies
    External 360 results can be imported
Career Development Features

    Person to role „Gap Analysis‟
    Recording of aspirations
    Workflow to support Manager validation
    Development Assignment and or Activity Planning to support
     career development
    Development tracking and success recording
    Reporting covering
         Role coverage
         Succession
         Individual career plan
Succession Planning Features

       Managers or HR can nominate successors
       Supports position successors plus talent pools, job family
        nominations, etc.
       Supports process workflow and alerts
       Supports both position and employee-based succession
       Successor and organisation charts with interfaces to organisation
        charting packages
       Reporting such as Employee Profiles, Individual Development
        Plans, Succession Plans, Performance/ Potential Grid, What-If
        Analysis, etc.
       Links to employee development planning
       Support developmental activity libraries linked to competencies
Development Planning

   Employee or Manager development planning
   Development advice and recommendation prompts
   Competency/Capability aligned development advice
   Links to corporate development advice and programmes
   Tracking of progress and outcomes for IIP and evaluation of
    materials
   Reporting for –
        TNA
        Development progress
        completion
Talent Management System Screenshots
Example System
   Project Summary: Pulse™
      (Succession Planning)

   System Size: 2500 employee
       records (profiles), Succession
       planning for top 600 positions
       spanning their top 4 bands
       (A-D).

   Deployment: US & UK

   Key Features
      Succession Planning
      Document Management
       (ability to store documents
       within the database against
       employee records)
      User customised “Home Page”
       for each menu via admin
       functions
      Bulk Email
Example System
Example Systems

   Project Summary: Pulse™
       (Performance Management &
       360 Feedback®)

   System Size:
       4000 employee records

   Deployment: UK

   Key Features
   Performance Management
   Workflow:
      360 administrator capability
      Message Centre to show
       outstanding items
      Notification processes
Example System
Example 360 Systems
Manager Menu: Nine Box Grid


                              Where performance is recorded, we can provide
                              an interactive function to allow managers to
                              record potential and performance by placing the
                              employee in a particular grid reference.

                              This can be particularly useful at senior level in
                              moderating or validating managers‟
                              recommendations.
Manager & HR Succession Nomination Grid




                             Nominations for any position can be reviewed
                             dynamically. Reports can be run on any
                             individual in the grid and, if being used as a
                             moderating process with senior management,
                             names can be moved around the grid or even
                             removed if necessary.
HR Administration Menu: Employee Match




        As the employee can search to find which roles
        might suit them, the HR administrator can create
        a profile of skills and competencies and identify
        which individuals have the closest match. By
        highlighting any individual in the shortlist, their
        personal profile is overlaid against the HR
        determined profile showing comparative
        strengths and weaknesses.
HR Administration Menu: Simple Search




                             More complex searches can easily be created
                             using the search wizard. This can use any of the
                             fields in the data base and will lead the person
                             creating the search through a step-by-step
                             process, building up a series of criteria.

                             The search is then named and stored for future
                             reference.
EXAMPLE REPORTS
Report: Executive Profile
Report: Individual Development Plan
Report: Competency Scores
HR Administration Report: Performance Monitoring
HR Administration Report: Performance Monitoring
HR Administration Report: Performance Monitoring
HR Administration Report: Performance Monitoring
Report: Skill & Competency Summary
Report: Overdue Development Activities
Individual Succession Plan
Succession Chart
Report: Position Succession Summary
Ripple Analysis
Report: Employees With No Successors
Report: High Potential Summary
Report: Metrics Analysis Report
Report: Age, Length of Service, Time in Position Analysis
Report: Talent Dashboard